企业内部知识型员工间人际关系、心理契约与工作绩效的关系研究

发布时间：2018-03-07 17:24

本文选题：MVIRI理论　切入点：知识型员工　出处：《江西理工大学》2016年硕士论文　论文类型：学位论文

【摘要】：如今企业面临的市场竞争日趋激烈,管理在运营中的地位日益凸显,而企业的管理水平与企业负责人的领导行为息息相关,在此背景下,滕清安教授结合其实践与理论研究成果,提出MVIRI理论[1],该理论主要探寻领导人从意识到决策行为与企业内外环境信息所组成的镜像系统进行反射互动的过程。在该理论框架下,本文基于企业内部知识型员工间人际关系视角展开实证探索,研究人际关系、心理契约对工作绩效的影响,探寻领导者如何通过改进其领导行为提升员工工作绩效。而今,知识型员工已是一个企业核心竞争力产生的源泉,因而,企业领导者对知识型员工的管理备受重视。相关研究文献指出,企业内部人际关系会对员工工作绩效产生显著的影响。但现有文献对企业内部人际关系的界定层级单一,对人际关系与工作绩效的作用机理并未深入挖掘,也缺少对于二者间中介变量作用机制的实证研究。更极少有人基于知识型员工的视角,探究企业内部人际关系在心理契约这一中介变量的作用下,如何影响员工的工作绩效。因此,基于企业领导者的角度,探寻改善企业内部知识型员工间人际关系,提升其心理契约满足度的管理方法,提升员工的工作绩效,对企业管理而言,具有重要意义。在MVIRI理论框架下,本文对国内外关于员工间人际关系、心理契约、工作绩效等方面文献研究进行综述,在相关理论的支持下,基于知识型员工视角,提出三个变量间关系的研究假设,并结合实证分析对假设加以检验。研究在247份有效调查问卷的基础上,运用SPSS20.0及AMOS21.0两种统计软件对整理后的数据加以分析,并构建了本研究变量间的结构方程模型。研究结合信度、效度分析,探索性因子分析、验证性因子分析、差异性分析及结构方程检验等方法综合处理数据,并一一验证研究假设。研究结果表明:(1)企业内部知识型员工间人际关系对员工工作绩效有显著影响;(2)企业内部知识型员工间人际关系对员工心理契约有显著影响;(3)知识型员工心理契约对工作绩效有显著影响;(4)心理契约在企业内部知识型员工人际关系对工作绩效的影响中起中介作用。研究同时还探究了三个变量子维度间的关系及作用机理。最终,在研究结果的基础上,针对企业内部知识型员工间人际关系管理方面,本文从构建有效的企业内部沟通机制、建立心理契约动态管理机制、建立“以人为本”的企业文化及融合心理契约与绩效管理等四方面给出了管理建议。
[Abstract]:Nowadays, the market competition of enterprises is becoming more and more fierce, and the position of management in operation is becoming increasingly prominent, and the management level of enterprises is closely related to the leadership behavior of enterprise leaders. Under this background, Professor Teng Ching-an puts forward MVIRI theory in combination with his practical and theoretical research results. This theory mainly explores the process of reflection and interaction between leaders' awareness of the mirror system composed of decision-making behavior and environmental information inside and outside the enterprise. Based on the perspective of interpersonal relationship among knowledge workers in enterprises, this paper studies the influence of interpersonal relationship and psychological contract on job performance, and explores how leaders can improve their work performance by improving their leadership behavior. Knowledge workers have been the source of the core competitiveness of an enterprise. Therefore, the management of knowledge workers has been attached great importance to by enterprise leaders. Internal interpersonal relationship has a significant impact on employee performance, but the existing literature defines the internal interpersonal relationship in a single level, and the mechanism of interpersonal relationship and job performance is not deeply explored. There is also a lack of empirical research on the mechanism of intermediary variables between them. More few people based on the perspective of knowledge workers to explore the interpersonal relationship within the enterprise under the role of psychological contract as an intermediary variable. Therefore, based on the view of enterprise leaders, this paper explores the management methods to improve the interpersonal relationship among knowledge workers, enhance their psychological contract satisfaction, and improve the performance of employees. Under the framework of MVIRI theory, this paper summarizes the literature research on interpersonal relationship, psychological contract, work performance and so on at home and abroad, with the support of relevant theories. Based on the perspective of knowledge workers, the research hypothesis of the relationship between three variables is put forward, and the hypothesis is tested with empirical analysis. The study is based on 247 valid questionnaires. SPSS20.0 and AMOS21.0 are used to analyze the collected data, and the structural equation model between variables is constructed. The research combines reliability, validity, exploratory factor analysis, confirmatory factor analysis. The methods of difference analysis and structural equation test are used to deal with the data synthetically. The results show that: 1) interpersonal relationships among knowledge workers have a significant impact on employee performance. 2) interpersonal relationships among knowledge employees have a significant impact on the psychological contract of employees. Psychological contract plays an intermediary role in the influence of interpersonal relationships among knowledge workers on job performance. The study also explores three variables subdimensions. The relationship and mechanism of action. Finally, On the basis of the results of the research, this paper aims at the management of interpersonal relationship among knowledge workers in enterprises, from the point of view of constructing effective internal communication mechanism and establishing the dynamic management mechanism of psychological contract. In this paper, the author puts forward some suggestions on how to establish a people-oriented corporate culture and integrate psychological contract with performance management.
【学位授予单位】：江西理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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